Lawrence University

About: Lawrence University is a education organization based out in Appleton, Wisconsin, United States. It is known for research contribution in the topics: Population & Rumination. The organization has 705 authors who have published 1050 publications receiving 42409 citations. The organization is also known as: Lawrence & Lawrence College.

Warmth and Competence As Universal Dimensions of Social Perception: The Stereotype Content Model and the BIAS Map

Abstract: The stereotype content model (SCM) defines two fundamental dimensions of social perception, warmth and competence, predicted respectively by perceived competition and status. Combinations of warmth and competence generate distinct emotions of admiration, contempt, envy, and pity. From these intergroup emotions and stereotypes, the behavior from intergroup affect and stereotypes (BIAS) map predicts distinct behaviors: active and passive, facilitative and harmful. After defining warmth/communion and competence/agency, the chapter integrates converging work documenting the centrality of these dimensions in interpersonal as well as intergroup perception. Structural origins of warmth and competence perceptions result from competitors judged as not warm, and allies judged as warm; high status confers competence and low status incompetence. Warmth and competence judgments support systematic patterns of cognitive, emotional, and behavioral reactions, including ambivalent prejudices. Past views of prejudice as a univalent antipathy have obscured the unique responses toward groups stereotyped as competent but not warm or warm but not competent. Finally, the chapter addresses unresolved issues and future research directions.

Prescriptive Gender Stereotypes and Backlash Toward Agentic Women

Abstract: In an experiment, job description and applicants' attributes were examined as moderators of the backlash effect, the negative evaluation of agentic women for violating prescriptions of feminine niceness (Rudman, 1998). Rutgers University students made hiring decisions for a masculine or “feminized” managerial job. Applicants were presented as either agentic or androgynous. Replicating Rudman and Glick (1999), a feminized job description promoted hiring discrimination against an agentic female because she was perceived as insufficiently nice. Unique to the present research, this perception was related to participants' possession of an implicit (but not explicit) agency-communality stereotype. By contrast, androgynous female applicants were not discriminated against. The findings suggest that the prescription for female niceness is an implicit belief that penalizes women unless they temper their agency with niceness.